To set goals or not to set goals...
That is the question
Around the new year it feels like we are bombarded with messaging about setting goals, making resolutions, “New Year, new you” and the rest. For some, this makes us feel we should be setting goals, that we must make sure they are the right goals, and then we create pressure on ourselves to fulfil them. For others it provokes a rejection entirely: “It’s too much”, “I don’t want to, they don’t even work anyway”, “1st January is just an arbitrary date” etc.
In this post I’ll help you navigate through the minefield of conflicting suggestions, and figure out what works for you.
Before we even think about setting goals, it’s worth taking some time to reflect on a couple of areas.
Why set goals?
Like many things, knowing your “why” helps frame what you do. Do goals motivate you? Do they help you stop procrastinating? Do they provide accountability? Do they give focus to what you do, changing action into motion towards something? These can give useful pointers as to the types of goals you set and the way you articulate them.
Or, do they drive unhelpful behaviours? Do they create unhelpful pressure and stress? Do they cause you to focus too much on some areas and not enough on others? These aren’t necessarily reasons not to set goals (though they could be), but they may point to how you shape and set goals in a way that is helpful rather than harmful.
What are your goal-setting habits?
Do you tend to set mainly long-term or short-term goals? Stretch goals or goals you are pretty certain you will achieve? Outcome goals or process goals (see here for the difference)? Objective, measurable goals or those with more subjective measures? Do you set a lot or very few?
Whatever your usual pattern, it can be helpful to break out of it, and create a more varied set of goals. This can help them feel fresh, create a different energy around them, and challenge you in a different way.
Next is to set some goals. Or not. It really is up to you. I hope the reflection has allowed you to see whether goals would help or hinder at this point, and if they help, what kind might work.
If goals provoke stress and worry….try some short-term, easy-to-achieve goals to build confidence.
If you tend to be wedded to very objective goals…try some more subjective ones, about skills, behaviours or habits rather than results.
If you experience frustration with outcome goals because of factors outside your control….try some process-based goals, and allow more leeway in what the outcome looks like.
If you’re feeling overwhelmed…try letting goals be for a while and simply focus in on the experience you want to have (more on that here).
Above all, make sure that any goals you set connect to what you actually want. Even within goals shaped by organisational goals, try to find the part within that which is personally motivating to you. It’ll make going after them much more fun and fulfilling.
Sweating the small stuff
This week: Goal setting for your team
Try using these reflections to have a different conversation around goals with a colleague or team member this week. Spark their curiosity about how goals might help or hinder them, and try exploring how they could reframe or rewrite their goals in a way that is more supportive.
Let me know how you get on! Comment below and start the conversation.
If you’ve enjoyed this, hit subscribe to receive my future posts direct to your inbox.
Or, please do share with friends, colleagues or anyone you think would enjoy this using the button below.